Does Contract Employment Affect the Behaviour of Employees?

Abstract

This study sought to examine the effect of contract employment on the behaviour of employees at the Ghana Shippers Authority, in term of their commitment, work initiative and job satisfaction. The study was cross-sectional in nature, utilizing the quantitative approach. The study adopted the descriptive design. Using a simple random sampling technique, this research sampled 142 employees to participate in the research. A structured questionnaire was used to collect data from the respondents, which was analysed with the use of Pearson Product Moment Correlation, a Simple Linear Regression and an Independent T-Test. The reliability of the instrument was tested with the use of Cronbach's Alpha reliability co-efficient. The study found that contract employment had a moderate relationship with all the variables under study and a weak effect on the variables. Again, the study did not find any significant differences between the behaviour of contract employees and permanent employees. This findings call for further studies to identify the reasons for differing findings in empirical literature, with regards to this subject.

Contract Work, a Blessing in Disguise? An Application of the Tenets of the Dual Labour Market Theory

“…Despite these reasons, a worrisome observation however is that many contract employees are often considered to be secondary; hence, organizations hardly invest in them (Landsbergis, Grzywacz & LaMontagne, 2014). Further, due to how they are managed, contract workers have been found to exhibit negative behaviours because of low levels of job satisfaction (Ofosuhene & Sammo, 2020; Landsbergis et al, 2014). Although there is sparse literature on the challenges of contract employment on the employee in the African context, enough studies have been documented on contract employment in countries outside Africa.…”

“…Contract employment is a form of non-standard employment arrangement that deviates from the standard form of employment (International Labour Organisation (ILO), 2021) because although it is full-time work, it lacks permanency. It implies that organizations hire employees for a specific period only (Ofosuhene & Sammo, 2020) with no assurance of permanent employment (Basu, Chau & Soundararajan, 2021). The lingering question is why do people choose to have and keep such offers?…”

Leveraging Small Business Development Through Employment Contracts: The Mediation Effect of Job Insecurity

“…Further, this situation would present implications associated with financial deprivation on the employees' end (Chakawa, Murambi, Mutongi & Sikomwe, n.d.). This has been exacerbated by the owner managers' exploitative characteristics, who believe that employees should just be grateful for the job opportunities available to them (Ofosuhene & Sammo, 2020). Consequently, they should not expect comfort or dictate employment terms as their duties are to follow instructions and take orders from either owners or managers (Ndlovu, Shumba & Vakira, 2018).…”

“…This is because they are always subjected to constant fear of losing their jobs. Given the burdensome family responsibilities that employees have, they will be constantly worried about their future employment which compels them to quit their current jobs in search of secure ones (Ofosuhene & Sammo, 2020).…”

Pengaruh Pendidikan Pengalaman Kerja Sistem Kerja Kontrak dan Pengelolaan Sumber Daya Manusia terhadap Kualitas Tenaga Kerja pada PT Srikandi Mandiri Duta Mulia Yogyakarta

“…sistem kerja kontrak ini biasanya berlaku untuk pekerjaan yang tidak sesuai narasi pekerjaan tetap. Kontrak ini biasanya dilaksanakan dalam jangka pendek atau jangka panjang, yang diarahkan dengan tanggal/periode hingga kontrak berakhir ketika selesainya masa kerja sesuai tanggal yang ditentukan (Ofosuhene & Sammo, 2020). Namun berlangsungnya lama waktu masa kerja sebagai tenaga kerja kontrak tidak dijamin oleh perusahaan.…”